The Growth Hive

About The Growth Hive

We in The Growth hive Forecast effectively: Don't simply project the roles you will need to fill, where your organization intends to expand, etc. You should also take stock of your organization's past experience filling those roles. For roles that have proven difficult to fill (e.g. because there are fewer qualified candidates, the interview process requires a longer timeline, etc.) make sure your forecast accounts for such difficulties to ensure that all of your projected available roles are filled in an appropriate amount of time. Build a high-quality pipeline: it is essential to have processes in place to generate and identify high-quality candidates. Every organization sources talent differently, so make sure your recruiting process consistently produces desirable candidates. In addition, the mechanism through which you track candidates will vary depending on the size of your organization and search. For smaller companies, a simple Excel spreadsheet may suffice.